Recruitment Terms and Conditions

The art of the recruitment is in applying the standardized recruitment terms and conditions for the recruitment agencies and the executive search companies. The HR Recruiters should establish the basic terms and conditions and the recruitment agencies should accept them.

Many companies have recruitment
vendors operating on the proposals from the recruitment agencies, and they have
different agreements. It brings inefficiencies in the recruitment process. The
negotiation to solve the conflicts is complicated.

The standard terms and conditions
are about the clear setting of the business relationship. The recruitment
agencies deliver people, but it does not mean that the basic conditions for the
collaboration are not present. The basic requirements, communication channels
and payment conditions have to be agreed and formally approved.

Recruitment Terms and Conditions
Basic Content

The fair relationship with the
agency has to be always a WIN-WIN solution. The agency is not a slave; it is a
partner for doing the mutually favorable business partnership.

The recruitment specialists should
always include the following items into a smooth cooperation:

The standard recruitment terms and
conditions

The recruitment is a business with
people. The people change their mind, and they do not behave like machines. The
recruitment agency cannot make a promise about the delivery just-in-time, but
it can agree with certain limits and fees for not meeting the delivery
deadline.

Standardized payment conditions

The standard conditions have to
define the payment conditions clearly. Many issues can happen in the
recruitment process and both parties should understand, what will be charged
and what cannot be charged. The issues in the payment conditions usually result
in a broken relationship. The performance is affected, and it results in a
decreased speed and quality of the recruitment process.

The recruitment terms and
conditions have to define the moment of hiring, the cancellation fee, the
replacement fee and the general size of the fee.

The job positions can be classified
into several groups and the fees can differ dramatically, but there should be
no a conflict about the classification of the job position.

The recruitment fees can be
re-negotiated on a yearly basis. The company has to make the analysis of the
fees paid to different recruitment agencies, and it can ask for the discount
based on the volume of job vacancies open.

The terms and conditions should
solve the issue of the same candidate sent twice. It happens that two
recruitment agencies send the same job applicant. It has to be clarified which
agency has to right to charge the fee.

Standardized communication channels

The communication channels have to
be clear as the agency does not look for the contact person for each job
vacancy in the organization. The recruitment agency should not be allowed to
communicate with managers directly.

HR has to act as a single point of
contact for the recruitment agencies. The HR Recruiter is the process owner,
and he or she has to manage the vendor.

Standardized progress reports

The recruitment terms and
conditions have to set the standardized progress reporting. The agency has to
be responsible for the preparation of the progress report and the HR Recruiter
should comment it. It can be seen as useless for the agency with one or two
assigned job vacancies. On the other
hand, it can speed up the process for the large recruitment vendors.

I made the HR Management Guide more social. You can easily connect to HR Management Facebook page or you can follow us on Twitter. Do not miss any major update. Enjoy new template and look with us.

HR News

New HR Management Site

I am pleased to announce that a completely new HR Management site started... The site is new and new content will be added on the regular /almost daily/ basis. Feel free to follow Twitter or Facebook as you keep yourself updated.

HR Project Progress - April 2011

April webtraffic results added to document my progress. You can find interesting facts about the website statistics at this page.

March 2011 Statistics

Interested in statistics about this site and my HR Project? You can find interesting facts about the website statistics at this page.

100 Unique Visitors/Day

A small personal goal was reached. Started to attract more than 100 unique visitors a day. The next milestone is 1 000.

Simple HR Guide on Twitter

You can follow Simple HR Guide on Twitter right now. Click here and add me to stay tuned to news in HR management.